Responsible, within designated region(s), for serving as key business partner and resource in the areas of employee relations, workforce and succession planning, talent acquisition and performance management to help grow the business, ensure the execution of HR priorities occur on schedule and align with overall business objectives and are compliant with Company 

policy and federal, state, and local employment laws.

KEY DUTIES/RESPONSIBILITIES: 

Partners with various departments and corporate HR to support strategic objectives/initiatives, and act as the HR lead on a range of different projects and responsibilities for company operated restaurants. Partners with key operations leadership to help implement and seamlessly manage organizational and structural changes. 

Counsels and guides supervisors and managers on employee relations matters, including the interpretation and application of HR practices, policy, and employment laws, developing corrective action and recommendations; provides management with the necessary tools to identify and resolve issues in a proactive and respectful manner while safeguarding the best interests of the company; discusses solutions and alternatives to address employee relations issues, applying effective one-on-one coaching and conflict resolution; facilitates and/or participates in disciplinary meetings between management and employees; and serves as an HR SME in the development and implementation of operations programs and tools. 

Conducts/supports complex, sensitive or potentially impactful HR investigations/fact finding in the restaurants and field offices, including ethics violations, grievances, complaints, or other issues; presents findings and partners with the Legal Department as needed to ensure successful resolution if deficiencies are found. Partners with leadership to identify and implement best practices to create an environment where internal service is valued and practiced at all employee levels. 

Manages and provides guidance on performance management, with special efforts focused on the development and role of managers to promptly confront and address employee issues. Develops insight from employee evaluation tools/data (such as exit interviews, HR metrics, etc.) and recommends actions to proactively address or resolve situations. Participates in the design and implementation of programs, processes, and support systems to effectively identify, prevent, address and resolve performance issues.

Participates in the development and implementation of recruitment, staffing, and retention plans, including: monitors staffing levels, identifies recruitment needs, coordinates and monitors effectiveness of recruiting sources, screens resumes and applications, conducts interviews, and partners with Directors of Operation to identify qualified candidates for District Manager positions. Facilitates the selection and hiring process; may conduct new hire orientations; educates District Managers on processes to successfully staff their restaurants such as staffing workshops and best cases practices 

for employee engagement, retention and satisfaction. 

Manages and coaches on employees separations, including consulting with the Legal Department. Develops processes and communicates to staff. Responds to general HR inquiries from employees and managers; refers questions to other subject matter experts as appropriate; maintains professionalism in managing confidential and sensitive information.

QUALIFICATIONS:

Education: - Bachelor's degree or equivalent in Business Administration, Psychology or related field. PHR, SHRM-CP or related certification preferred 

Experience: 2+ years of related, professional-level human resources management experience with an emphasis in employee relations, recruitment/staffing and performance management. Restaurant/hospitality or retail industry experience preferred.

Skills/Knowledge/Abilities: 

Requires in-depth knowledge of HR concepts and practices and employment law (federal, state, and local) and governmental compliance requirements. 

Excellent oral and written English communication skills, interpersonal skills, presentation skills, project management skills, and the ability to influence positive business outcomes throughout the organization. 

Exceptional listening skills and ability to relate to influence and coach employees at all levels in the company. 

Ability to work well across different functional areas, and build trust and credibility. 

Proficiency in MS Office Suite applications. 

Demonstrates integrity and ethical behavior.

Physical Requirements: - Ability to speak/hear clearly in person and on the telephone. Ability to operate a computer keyboard. Travel varies by market and business needs. Travel could be required up to 50% of time, or as business needs require. 

REASONABLE ACCOMMODATION: 

Jack in the Box Inc. and its affiliates will make reasonable accommodations to allow a qualified individual with a disability to enjoy equal employment opportunities and to perform the essential functions of the job. This position description should be applied accordingly. This description of duties is not intended to be all-inclusive or to limit management’s discretion to assign other duties or responsibilities as necessary.

Jack in the Box Inc. offers a competitive salary and Total Rewards package that includes: medical, dental, vision, Health Savings Account (HSA), Flexible Spending Account (FSA), Life and Disability Plans, 401(k) plan with company match, Legal Plan, Pet Insurance, Tuition Reimbursement, and Employee Assistance Program.

Our culture is fun and innovative – ‘Work Happy’ with us!

The range for this position is $77,100 - $109,700 and is based on an employee located at our corporate headquarters in San Diego. If the candidate is hired in a different city to work remote, we will apply a geographic pay differential based on the cost of labor in the market in which the employee resides.